Dr. Nata Duvvury:

In the University of Galway, we have for the first time introduced a domestic violence leave policy. We developed the policy after a review of the experience across different countries. One of the first things we noticed is that ten days has become the international norm as a minimum, recognising that for some women it might be more. There has to be flexibility with an employer to figure out what the amount of leave should be. A period of ten days' leave is now becoming the universal standard.

It is also becoming standard that proof is extremely difficult to provide in this context and that employers undermine the effectiveness of legislation by even talking about a requirement to provide proof. In the University of Galway policy, we have no requirement for proof. We have also made possible that if a woman goes to an external agency for support the agency can contact HR in the University of Galway and say it thinks the person may need to avail of the leave. HR can then be more proactive. We have a trained person in HR who will work with women and has been trained in confidentiality and maintaining privacy.

Ultimately, employers across the world are beginning to recognise that domestic violence is a serious workplace issue because it has significant consequences for productivity. It is not just about women taking leave. If women are less present, there is presenteeism and they are less productive while being at work, the purpose of any kind of profit-making business is defeated. Employers are recognising this has significant implications for their reputation. It is part of the movement towards corporate social responsibility. This is a time to be bold and expand the possibility of addressing domestic violence in a significant way.